Terms of Service (Terms and Conditions)

Introduction

These Terms of Service (“Terms”) govern your access to and use of the website and services of AIMSI (Anchor International Manpower Services Incorporated) (the “Company”, “we”, “us”, “our”) via https://[your-domain] (the “Website”). By accessing or using the Website, you agree to be bound by these Terms.

Scope of services

AIMSI provides international manpower recruitment, placement and related services connecting Filipino talent with employers around the world. These Terms apply to visitors, prospective employers, job-applicants and other users of the Website.

User obligations

You agree that you will:

  • Provide accurate, complete and up-to-date information when interacting with the Website.

  • Use the Website only for lawful purposes and in compliance with all applicable laws and regulations.

  • Not use the Website in any way that disrupts or interferes with the Website’s security, performance or integrity (for example as prohibited in several EU Terms of Use examples). European Governments Today+1

  • Comply with any additional rules or policies posted on the Website (for example Acceptable Use Policy, Privacy Policy, Cookie Policy).

Intellectual property

All content published on the Website (text, graphics, logos, images, data compilations, software) is owned by or licensed to AIMSI. You may access it only for your personal, non-commercial use, unless you obtain our prior written permission.

Disclaimer of warranties

The Website and all services are provided “as is” and “as available”. To the fullest extent permitted by law, AIMSI makes no warranty that the Website will be error-free, uninterrupted, secure or free of viruses.

Limitation of liability

To the fullest extent permitted by applicable law, AIMSI shall not be liable for any direct, indirect, incidental, consequential or punitive damages arising from your use of (or inability to use) the Website or services.

Governing law, jurisdiction & severability

  • These Terms are governed by the laws of the Philippines (or other jurisdiction you choose).

  • If any provision is held invalid or unenforceable, the remaining provisions shall continue in full force.

Changes to Terms

AIMSI reserves the right to modify or update these Terms at any time. We will post a revised version on the Website and indicate the “Last updated” date.

Termination

We may suspend or terminate your access to the Website at any time, for any reason, including suspected breach of these Terms.

Security Obligations

You must ensure your use of the Website is in compliance with any recommended security requirements (browser version, anti-virus software). We cannot guarantee security in all circumstances. EY+1

Prohibited Activities

You may not:

  • Use the Website for fraudulent or unlawful purposes.

  • Attempt to gain unauthorized access to other users’ accounts or our systems.

  • Upload or transmit viruses, malware, or harmful code.

  • Use automated tools (bots, scrapers) to extract data from the Website unless you have prior written approval.
    These kinds of prohibited activities reflect standard Terms of Use for websites in EU context. European Governments Today+1

Suspension & Enforcement

We may suspend or withdraw access to the Website for any user who breaches these Terms or is suspected of misconduct. We may also pursue legal remedies, including injunctive relief and damages.

Accessibility & Inclusivity

While not strictly a “legal policy” for all jurisdictions, if AIMSI serves European users it is best practice to ensure website accessibility in accordance with the Web Accessibility Directive (EU) 2016/2102 and other accessibility standards. Wikipedia

International / Cross-Border Considerations

Since AIMSI recruits and places workers worldwide and may deal with employers or applicants across jurisdictions:

  • If you process personal data of EU residents, you must comply with GDPR and offer equivalent protections even if your main base is outside the EU.

  • You should adopt a clear jurisdiction and governing law clause so that users know which law applies (see section 1.7).

  • Make sure that if you have sections of your Website or services dedicated to EU users you provide required disclosures (language options, data subject rights, cookie consent etc.).

  • Be aware of any labor-/recruitment-specific laws in UAE, Philippines, Middle East etc. and ensure your website content/policies do not conflict with those.